Extrinsic Motivators Work for Many Problems in Business Solution 1

Extrinsic Motivators Work for Many Problems in Business

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Extrinsic Motivators Work for Many Problems in Business

Discussion

What really motivates people?

We have studied compensation this week.  Is it the dollars that motivate you to work in healthcare?

How do you, as a future leader, understand and utilize motivation to engage your staff to do their best work?

Watch the video.

As a future or current healthcare leader, what are your two or three key takeaways from this video?

Why might this information be important to you given our current situation related to the pandemic and the plight of our healthcare workers?

for example, I think working in healthcare is a person motivation rather than monetary gains. You need to have the heart to take care of and understand patients. One also must possess strong willpower because working in healthcare can be draining, mainly because of the long hours and random requests to take extra shifts. When you eventually get used to the work, monetary gains will then follow, and at the time, I don’t think it will be much of a priority.  As a future leader, I understand that motivation is key to getting better performance from the employees. I know that when a person receives rewarded or is motivated, especially by their superiors or managers, they tend to feel inclined to show that they appreciate what you have done for them. In this case, I will motivate my employees, especially the nonperforming ones, to ensure they level up and perform as well as the performing employees. But also, not forget the well-performing employees to make sure they keep up with their commendable work.

As a future healthcare leader, I have learned that motivators don’t work and often do harm most of the time. For example, people promised high rewards tend not to utilize their full potential. Instead, they struggle to do the required task at hand to get the promised reward.

This might be a bad thing in the healthcare sector, considering that this is a severe sector, and rewards should not be the motivator of a healthcare worker. Another key takeaway is that rewards usually narrow people’s focus and might hurt their performance. Therefore, working to be rewarded is negative because the employee might not work correctly due to clouded thoughts. For instance, if an employee motivated by rewards is not cited as they wanted, they might perform even worse without caring because they feel as if they are not appreciated enough as they would like.

The information is beneficial because I have seen that if rewards were the leading force for the healthcare workers to continue working, then the pandemic would have been hard to tackle. This is because no amount of reward would be enough for the healthcare workers, the long hours they had to endure, and the risks they had to take because of the seriousness of the pandemic. Therefore, if rewards were the main factor, most of them would have decided to quit when the pandemic was at its worst.

An example of how I might utilize one of the takeaways is by not always relying on rewards because they mostly cloud judgment. I should only focus on the task at hand and ensure that I do it to my utmost best, even if there are no rewards. References Pink, D. (2009, August 24). The puzzle of motivation [Video]. TED Talks. https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation?language=en#

Dan Pink: The puzzle of motivation | TED Talk

Extrinsic Motivators Work for Many Problems in Business

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.		Literature Support 91-84  points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.			Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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